We aim to assist our clients to align their reward strategies and practices with changing market needs.
We achieve our strategies through our comprehensive database on remuneration, benefits and incentive practices, and by a combination of skilled in-house and associate consultants.
We offer a wide range of consulting solutions; from the development of appropriate total reward strategies, to job evaluation and remuneration analysis and benchmarking.
How do we do it?
Some of our Consulting solutions
- Utilising the REMchannel® remuneration benchmarking survey data we provide:
- Market benchmarking for multinationals investing in SA and local companies with less than 50 employees
- Market positioning analysis
- Annual salary review
- Pay scale development
- Job evaluation support using REMeasure®, workshops offered to assist you with this
- Job Profiling support using REMprofile®, workshops offered to assist you with this
- Reward philosophy and strategy design*
- STI/LTI review and/or design *
* In collaboration with the PwC Reward team
Are roles and responsibilities clarified and documented?
Basis for employment cycle processes
- Job evaluation
- Recruitment criteria
- Pay practices
- Performance management
What is in a grade?
Will the pay of a job automatically increase when it is evaluated?
When someone’s workload increases, does it mean that their grade will increase when the job is re-evaluated?
Provides logical and fair structure for pay and benefits
Assists with external benchmarking
Simplifies pay review process
Enables skills to be priced in market
Benchmarking / Market positioning analysis
How do you know what to pay for a specific position?
What source do you use to make an offer to a candidate?
Internal equity is just as important as external equity.
Which market to benchmark against?
Are there different rates of pay for different geographical areas?
Are you comparing jobs of similar nature and complexity (like with like)?
Annual salary review
Should employees doing the same work be paid the same?
How can I differentiate between good and excellent performers?
Should we compare to the market midpoint or the 75th percentile?
How do I manage pay within the challenging economic climate and stay competitive?
Affordability vs increases in the market
What does your organisation offer that makes it different from other organisations?
Is your employee value proposition aligned with what your employees want?
Do you have a defined reward strategy?
Pay scale design
Are your pay scales designed based on market best practice?
How do you manage anomalies in your pay scales?